Vice President, Talent Strategy

Great Minds is a high-growth, mission-driven organization founded by educators in 2007. As a for-profit, Public Benefit Corporation, we believe all students deserve access to meaningful, challenging content—and all teachers deserve tools that are intuitive, effective, and built for the realities of today’s classrooms.

We develop high-quality, knowledge-rich math, science and ELA curricula grounded in research and designed in collaboration with educators. Our materials reflect real classroom needs and are built to drive lasting student outcomes.

We are committed to usability, coherence, and practical implementation—supporting teachers not just through curriculum, but with professional learning, purposeful technology, and responsive service that enable strong adoption and impact.

Our products—Eureka Math and Eureka Math², Wit & Wisdom, PhD Science, Geodes, and the newly launched Arts & Letters ELA—are trusted by thousands of schools and districts nationwide.

Great Minds is entering a new stage of growth and product maturity. We are focused on building more connected, customer-informed experiences across the full educator journey—from curriculum to professional learning to platform and support.

Our long-term vision is to become a true partner in impact—not just delivering curriculum, but supporting educators in achieving outcomes at scale.

Great Minds is seeking a visionary, execution-oriented leader to define, operationalize, and scale its approach to culture and talent strategy. A deliberate culture and values reset is underway and this role will be central to shaping how Great Minds attracts, develops, and retains the talent it needs to deliver on its mission. The leader will design and own the systems, frameworks, and programs that make up the enterprise talent architecture spanning workforce planning, job and career frameworks, performance management, learning and leadership development, succession planning, talent reviews, culture and ways of working. Anchored within HR and reporting to the Cheif People Officer, the role operates in close partnership with the Chief Strategy Officer ensuring talent priorities are directly connected to Great Minds’ strategic direction  

• Internalize Great Minds’ near- and long-term strategic direction and work closely across all functions to define the capability and skill requirements by function, level, and time horizon needed to meet growth objectives. 

• Translate strategic direction into a rigorous workforce plan (buy, build, borrow) in close partnership with the leadership team; partner with executive leaders on pathways to address gaps and execute against the plan. 

• Manage job architecture and career frameworks that create clarity, fairness, and growth pathways across the organization. 

• Coach leaders on critical talent identification to provide clear visibility into bench strength, succession plans, and development priorities. 

• Lead the Inclusion & Belonging agenda by reviewing the current state and building a sustainable approach integrated into the talent system. 

• Develop and maintain an organization design framework that gives leaders a consistent approach to structuring teams as the organization evolves. 

• Lead the activation and embedding of Great Minds’ operating values into talent programs and processes (hiring, onboarding, performance, recognition, and leadership behavior). 

• Design and drive the ways-of-working agenda for leaders, managers, and teams, with particular attention to Great Minds’ fully virtual operating model e.g. geography strategy, focused in-person meetups, access to customers, etc. 

• Design employee experience and engagement strategy to ensure Great Minds is a place where mission-driven people want to stay and grow. 

• Design and lead cultural change initiatives to accelerate achievement of strategic priorities. 

• Design recognition systems that celebrate high performance and alignment with operating values. 

• Design the performance management philosophy, framework, and cadence (goal setting, mid-year and annual reviews, and continuous feedback loops). 

• Equip executives, HRBPs, and managers to execute the performance process with consistency and quality across the business. 

• Use qualitative and quantitative metrics to drive continuous feedback, growth, and accountability. 

• Design and implement a 360-degree feedback program that provides structured, multi-source perspectives on performance and development. 

• Assess Great Minds’ current learning and development landscape and design a refreshed L&D strategy aligned to key priorities and employee segments. 

• Develop and maintain a curriculum of core trainings spanning different levels and competencies; partner with functional leaders to build role specific training as needed. 

• Build and manage a blended learning ecosystem that delivers training live and asynchronously to enable access across a fully virtual, geographically distributed workforce. 

• Design the onboarding experience, including key training, cultural orientation, and practical guidance for hiring managers, ensuring new joiners are set up for success from day one. 

Full-time

The expected base salary range for this position is $232,000-$260,000, however the offered salary may be higher or lower than the above range dependent on numerous factors including, but not limited to location, work experience, skills and internal equity considerations. The base salary is not inclusive of benefits or other incentives.

New employees will be required to successfully complete a background check.

Any communication to applicants relating to the Great Minds hiring process will only come from email addresses with the domains greatminds.org or greatminds.recruitee.com. If in the course of the application or hiring process with Great Minds you are contacted through another domain, are requested to provide banking or other sensitive information, or you note any other suspicious activity, please contact security@greatminds.org

Great Minds is an equal opportunity employer. We will extend equal opportunity to all individuals without regard to race, religion, color, sex (including pregnancy, sexual orientation, and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. Our policy reflects and affirms the organization’s commitment to the principles of fair employment and the elimination of all discriminatory practices.

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